Common use of Discussion of grievance or dispute Clause in Contracts

Discussion of grievance or dispute. 11.5.1 The dispute or grievance must first be discussed by the aggrieved Employee(s) with the Employee(s) immediate supervisor. 11.5.2 If the matter is not settled, the Employee(s) can require that the matter be discussed with another representative of the Employer appointed for the purposes of this procedure. 11.5.3 If the matter is not settled, a Party to the agreement may apply to the Australian Industrial Relations Commission (AIRC) to have the grievance or dispute dealt with by conciliation.

Discussion of grievance or dispute. 11.5.1 1.4.1 The dispute or grievance must first be discussed by the aggrieved Employee(s) with the Employee(s) immediate supervisor. 11.5.2 1.4.2 If the matter is not settled, the Employee(s) can require that the matter be discussed with another representative of the Employer appointed for the purposes of this procedure. 11.5.3 1.4.3 If the matter is not settled, a Party to the agreement may apply to the Australian Industrial Relations Commission (AIRC) or a dispute provider such as the Tasmanian Industrial Commission to have the dispute or grievance or dispute dealt with by conciliation.

Discussion of grievance or dispute. 11.5.1 7.6.1 The dispute or grievance must first be discussed by the aggrieved Employee(s) with the Employee(s) immediate supervisor. 11.5.2 7.6.2 If the matter is not settled, the Employee(s) can require that the matter be discussed with another representative of the Employer appointed for the purposes of this procedure. 11.5.3 7.6.3 If the matter is not settled, a Party party to the agreement dispute may apply to the Australian Industrial Relations Commission (AIRC) to have the dispute or grievance or dispute dealt with by conciliation.

Discussion of grievance or dispute. 11.5.1 (a) The dispute or grievance must first be discussed by the aggrieved Employee(semployee(s) with the Employee(semployee(s) immediate supervisor. 11.5.2 (b) If the matter is not settled, the Employee(semployee(s) can require that the matter be discussed with another representative of the Employer employer chosen by the employer and appointed for the purposes of this procedure. The employee(s) may choose to have a representative, including a workplace representative, present at this discussion. 11.5.3 (c) If the matter is not settled, a Party to the agreement party may apply to the Australian Industrial Relations Commission (AIRC) ), to have the dispute or grievance or dispute dealt with by conciliation.

Discussion of grievance or dispute. 11.5.1 The dispute or grievance must first be discussed by the aggrieved Employee(semployee(s) with the Employee(semployee(s) immediate supervisor. 11.5.2 . If the matter is not settled, the Employee(semployee(s) can require that the matter be discussed with another representative of the Employer CityWide appointed for the purposes of this procedure. 11.5.3 . If the matter is not settled, a Party party to the agreement may apply to the Australian Industrial Relations Commission (AIRCCommission) to have the dispute or grievance or dispute dealt with by conciliation.

Discussion of grievance or dispute. 11.5.1 1.4.1 The dispute or grievance must first be discussed by the aggrieved Employee(s) with the Employee(s) immediate supervisor. 11.5.2 1.4.2 If the matter is not settled, the Employee(s) can require that the matter be discussed with another representative of the Employer appointed for the purposes of this procedure. 11.5.3 1.4.3 If the matter is not settled, a Party to the agreement may apply to the Australian Industrial Relations Commission (AIRC) to have the dispute or grievance or dispute dealt with by conciliation.